Dr. Llanos-Contreras, Orlando

This research aims to explore how work demands and resource variables affect the burnout and satisfaction of employees of family businesses in the context of the pandemic (COVID-19) and the moderation effect of fear of COVID-19 on this relationship. A sample of 214 Chilean family business employees is used for hypotheses testing. Results indicate that the demands and resources partially explain the burnout and satisfaction of employees of family firms during the pandemic. Employees’ fear of COVID-19 moderates the relationship between resources-demands and burnout-job satisfaction in family firms. This work contributes to understanding how these organizations can manage adverse scenarios to survive and continue operations.

Attracting business college graduates is a major challenge for the growth and transgenerational success of family firms. Moreover, the institutional context of countries is critical in explaining family firms’ potential advantages and/or disadvantages in attracting nonfamily talent. This study aims to elucidate how communicating firm ownership (family vs. nonfamily), firm size (large vs. small), and type of job offered (professional vs. nonprofessional) influences the perceptions and attitudes of Latin American business graduates toward working in such firms. In an experimental study that uses job advertisement stimuli, we found that communicating family ownership positively influences career development’s perceptions of firm prestige. Large (vs. small) firm size also has a positive influence on job seekers’ perceptions of firms. Importantly, both firm prestige and career development positively influence the attraction of working in family firms. In this paper, we discuss the differences in the results among countries and professional vs. nonprofessional job positions advertised. The results have several implications for family firm owners and managers.